Defence Electronics and Components Agency · 2020-01-17 · Defence Electronics and Components...

Engagement Index

53%

Difference from previous survey +5 ²

Difference from CS2019 -11 ²

Difference from CS High Performers

-15 ²

My work

71%




-9 ²

Organisational objectives and

purpose

62%

Difference from previous survey +5



-25 ²

My manager

48%




-26 ²

My team

72%




-13 ²

Learning and development

35%




-24 ²

Inclusion and fair treatment

58%




-24 ²

Resources and workload

63%




-14 ²

Pay and benefits

20%




-21 ²

Leadership and managing change

31%




-26 ²

² Statistically significant difference from comparison

Civil Service People Survey 2019Returns : 217 Response rate : 52%

Defence Electronics and Components Agency

58% 64% 57% 31%

W01. Overall, how satisfied are you with your life nowadays?

W02. Overall, to what extent do you feel that

the things you do in your life are worthwhile?

W03. Overall, how happy did you feel

yesterday?

W04. Overall, how anxious did you feel

yesterday?

Wellbeing% responding positively to W01 - W03

Proxy Stress Index PERMA Index

37% 70%

% responding negatively to W04

Discrimination, bullying and harassment% responding Yes

21% E01. Have you been discriminated against at work, in the past 12 months?

% responding No % responding Prefer not to say

Taking action

% responding positively % responding negatively% responding neutrally

26% B52. I believe that Senior Leaders in DECA will take action on the results from this survey

19% B53. Where I work, I think effective action has been taken on the results of the last survey

20% E03. Have you been bullied or harassed at work, in the past 12 months?

transformation.enginegroup.com Defence Electronics and Components Agency 2019 | Page 2



Headline scores

Highest positive scoring questions

% Positive

B54 I am trusted to carry out my job effectively

85%

B01 I am interested in my work

84%

B31 I have the skills I need to do my job effectively

81%

B18 The people in my team can be relied upon to help when things get difficult in my job

79%

B03 My work gives me a sense of personal accomplishment

78%

Highest neutral scoring questions

% Neutral

B39 I believe the actions of Senior Leaders are consistent with DECA's values

45%

B43 When changes are made in DECA they are usually for the better

38%

B58 DECA is committed to creating a diverse and inclusive workplace

37%

B60Managers in my Area/Directorate/Division actively role model the behaviours set out in the Civil Service Leadership Statement

35%

B41 Overall, I have confidence in the decisions made by DECA's Senior Leaders

35%

Highest negative scoring questions

% Negative

B37 Compared to people doing a similar job in other organisations I feel my pay is reasonable

70%

B35 I feel that my pay adequately reflects my performance

68%

B42 I feel that change is managed well in DECA

54%

B36 I am satisfied with the total benefits package

53%

B53 Where I work, I think effective action has been taken on the results of the last survey

52%

Please note that only questions B01-B60 are included in the above rankings




All questions by theme ² indicates statistically significant difference from comparison

^ indicates a variation in question wording from your previous survey

My work 71% +9 ²Difference from previous survey

Strongly agree

Agree Neither Disagree Strongly disagree

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B01 I am interested in my work 84% +7 ² -6 ² -8 ²

B02 I am sufficiently challenged by my work 75% +13 ² -5 ² -8 ²

B03 My work gives me a sense of personal accomplishment 78% +13 ² 0 -3

B04 I feel involved in the decisions that affect my work 49% +5 -11 ² -15 ²

B05 I have a choice in deciding how I do my work 68% +8 ² -10 ² -14 ²

Organisational objectives and purpose 62% +5

Difference from previous survey

Strongly agree


B06 I have a clear understanding of DECA's objectives 59% +4 -24 ² -27 ²

B07 I understand how my work contributes to DECA's objectives 66% +6 ² -18 ² -22 ²






My manager 48% +4Difference from previous survey

Strongly agree


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B08 My manager motivates me to be more effective in my job 45% +3 -26 ² -30 ²

B09 My manager is considerate of my life outside work 68% +6 ² -19 ² -21 ²

B10 My manager is open to my ideas 65% +10 ² -18 ² -21 ²

B11 My manager helps me to understand how I contribute to DECA's objectives 45% +5 -22 ² -26 ²

B12 Overall, I have confidence in the decisions made by my manager 48% +2 -28 ² -32 ²

B13 My manager recognises when I have done my job well 59% +8 ² -21 ² -24 ²

B14 I receive regular feedback on my performance 40% +3 -29 ² -32 ²

B15 The feedback I receive helps me to improve my performance 37% +3 -28 ² -31 ²

B16 I think that my performance is evaluated fairly 43% +3 -25 ² -29 ²

B17 Poor performance is dealt with effectively in my team 25% -1 -15 ² -18 ²






My team 72% +6 ²Difference from previous survey

Strongly agree


% P

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B18 The people in my team can be relied upon to help when things get difficult in my job 79% +5 -7 ² -10 ²

B19 The people in my team work together to find ways to improve the service we provide 75% +4 -8 ² -11 ²

B20 The people in my team are encouraged to come up with new and better ways of doing things 61% +8 ² -16 ² -19 ²

Learning and development 35% +7 ²


Strongly agree


B21 I am able to access the right learning and development opportunities when I need to 46% +14 ² -18 ² -25 ²

B22 Learning and development activities I have completed in the past 12 months have helped to improve my performance 37% +5 -18 ² -23 ²

B23 There are opportunities for me to develop my career in DECA 30% +6 ² -21 ² -28 ²

B24 Learning and development activities I have completed while working for DECA are helping me to develop my career 29% +4 -21 ² -27 ²






Inclusion and fair treatment 58% +6 ²


Strongly agree


% P

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B25 I am treated fairly at work 61% +9 ² -20 ² -23 ²

B26 I am treated with respect by the people I work with 72% +5 -13 ² -16 ²

B27 I feel valued for the work I do 45% +6 ² -23 ² -28 ²

B28 I think that DECA respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc.) 52% +4 -26 ² -29 ²

Resources and workload 63% +4


Strongly agree


B29 I get the information I need to do my job well 54% 0 -17 ² -21 ²

B30 I have clear work objectives 62% +4 -13 ² -17 ²

B31 I have the skills I need to do my job effectively 81% +6 ² -8 ² -11 ²

B32 I have the tools I need to do my job effectively 64% +8 ² -8 ² -14 ²

B33 I have an acceptable workload 53% +5 -11 ² -15 ²

B34 I achieve a good balance between my work life and my private life 63% +3 -8 ² -13 ²






Pay and benefits 20% +4Difference from previous survey

Strongly agree


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B35 I feel that my pay adequately reflects my performance 19% +6 ² -15 ² -21 ²

B36 I am satisfied with the total benefits package 25% +3 -13 ² -23 ²

B37 Compared to people doing a similar job in other organisations I feel my pay is reasonable 16% +4 ² -12 ² -19 ²

Leadership and managing change 31% +1


Strongly agree


B38 Senior Leaders in DECA are sufficiently visible 32% -2 -30 ² -41 ²

B39 I believe the actions of Senior Leaders are consistent with DECA's values 28% -1 -27 ² -36 ²

B40 I believe that the DECA Executive Team has a clear vision for the future of DECA 43% +2 -7 ² -18 ²

B41 Overall, I have confidence in the decisions made by DECA's Senior Leaders 27% -4 -24 ² -36 ²

B42 I feel that change is managed well in DECA 17% -2 -18 ² -28 ²

B43 When changes are made in DECA they are usually for the better 25% +5 -10 ² -18 ²

B44 DECA keeps me informed about matters that affect me 45% +1 -15 ² -23 ²

B45 I have the opportunity to contribute my views before decisions are made that affect me 29% +3 -11 ² -21 ²

B46 I think it is safe to challenge the way things are done in DECA 37% +2 -13 ² -20 ²






EngagementThe following five questions, measuring pride, advocacy, attachment, inspiration and motivation, are used to create your Employee Engagement Index score.

Strongly agree


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B47 I am proud when I tell others I am part of DECA 50% +9 ² -16 ² -22 ²

B48 I would recommend DECA as a great place to work 38% +9 ² -23 ² -31 ²

B49 I feel a strong personal attachment to DECA 47% +3 -6 ² -12 ²

B50 DECA inspires me to do the best in my job 31% +2 -21 ² -28 ²

B51 DECA motivates me to help it achieve its objectives 28% +1 -22 ² -29 ²

Taking action Strongly agree


B52 I believe that Senior Leaders in DECA will take action on the results from this survey 26% -2 -25 ² -34 ²

B53 Where I work, I think effective action has been taken on the results of the last survey 19% -4 -19 ² -26 ²






Organisational culture Strongly agree


% P

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B54 I am trusted to carry out my job effectively 85% +7 ² -5 ² -6 ²

B55 I believe I would be supported if I try a new idea, even if it may not work 59% +7 ² -14 ² -18 ²

B56 In DECA, people are encouraged to speak up when they identify a serious policy or delivery risk 59% +1 -11 ² -16 ²

B57 I feel able to challenge inappropriate behaviour in the workplace 52% +3 -15 ² -18 ²

B58 DECA is committed to creating a diverse and inclusive workplace 47% 0 -29 ² -32 ²

Civil Service vision Strongly agree


B59 I am aware of the Civil Service vision for 'A Brilliant Civil Service' 51% +2 -7 ² -18 ²

Leadership statement Always Most of the time

Some- times

Rarely Never

B60 Managers in my Area/Directorate/Division actively role model the behaviours set out in the Civil Service Leadership Statement^ 41% New -25 ² -32 ²

The % positive for this question is the proportion who selected either "Always" or "Most of the time".






Wellbeing

The four wellbeing questions use a 11-point scale. The scale ranges from 0 to 10 for each question, where 0 is equivalent to 'not at all' (e.g. 'not at all satisfied' or 'not at all worthwhile') and where 10 is equivalent to 'completely' (e.g. 'completely satisfied' or 'completely anxious').

For questions W01, W02 and W03 the percent positive is the proportion answering 7, 8, 9 or 10 to each question. Low

(0-4)Medium

(5-6)High(7-8)

Very High(9-10)

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W01 Overall, how satisfied are you with your life nowadays? 58% +5 -10 ² -13 ²

W02 Overall, to what extent do you feel that the things you do in your life are worthwhile? 64% +3 -7 ² -9 ²

W03 Overall, how happy did you feel yesterday? 57% +4 -6 ² -8 ²

For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10 to the question.Very Low

(0-1)Low(2-3)

Medium(4-5)

High(6-10)

% N

egat

ive

W04 Overall, how anxious did you feel yesterday? 31% -6 ² -1 0




All questions by theme² indicates statistically significant difference from comparison


Your plans for the futureC01. Which of the following statements most reflects your current thoughts about working for DECA?

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I want to leave DECA as soon as possible 7% -7 ² 0

I want to leave DECA within the next 12 months 9% +1 -6

I want to stay working for DECA for at least the next year 30% +10 ² -4

I want to stay working for DECA for at least the next three years 55% -4 +11 ²

The Civil Service CodeDifferences are based on '% Yes' score

% Yes % No

% Y

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D01. Are you aware of the Civil Service Code? 81% 0 -11 ² -14 ²

D02. Are you aware of how to raise a concern under the Civil Service Code? 49% +3 -16 ² -22 ²

D03. Are you confident that if you raised a concern under the Civil Service Code in DECA it would be investigated properly? 46% +7 ² -26 ² -30 ²






Discrimination

For respondents who selected 'Yes' to E01.E02. On which of the following grounds were you discriminated against?^(multiple selection)

Response Count

Age --

Caring responsibilities --

Disability --

Ethnic background --

Gender --

Gender reassignment or perceived gender --

Grade or responsibility level 16

Main spoken/ written language or language ability --

Marital status or civil partnership --

Mental health --

Pay 23

Pregnancy, maternity or paternity --

Religion or belief --

Sex --

Sexual orientation --

Social or educational background --

Working location --

Working pattern 11

Any other grounds 10

Prefer not to say --

Please note: Counts of fewer than ten responses are suppressed and replaced with '--'

E01. Have you been discriminated against at work, in the past 12 months?^

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Yes 21% -14 ² +10

No 67% +12 ² -14 ²

Prefer not to say 12% +2 +4

Your survey included a question about whether the discrimination occurred in your organisation. These results have been suppressed in this report to protect respondents anonymity, but do feed into the overall Civil Service results.




Your survey included a question about whether the bullying and/or harassment occurred in your organisation. These results have been suppressed in this report to protect respondents anonymity, but do feed into the overall Civil Service results.

E03. Have you been bullied or harassed at work, in the past 12 months?^

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Yes 20% -1 +8

No 73% +5 -9 ²

Prefer not to say 7% -3 0



Bullying and harassment

For respondents who selected 'Yes' to E03.E03A. How would you describe the nature of the bullying and/or harassment you experienced?^ (multiple selection)

Response Count

Comments about my personal appearance --

Sexual harassment (e.g. sexual comments or jokes, unwelcome sexual advances, touching or assault) --

Spreading gossip or making false accusations about me 15

Intimidation or verbal aggression (e.g. shouting, swearing, making threats) 15

Physical assault (e.g. object thrown at me, pushed, hit) --

Humiliated in front of team or others 16

Negative Micromanagement (e.g. excessive control; made to feel incompetent) 18

Removal of job responsibilities, unconstructive criticism, or impossible/changing expectations 16

Treated less favourably to others 20

Ignored, excluded, marginalised 19

Undermining or taking credit for my work 16

Denied time off for personal ill health --

Denied time off for family or caring responsibilities --

Disclosure of personal / sensitive information to colleagues without my consent --

Something else not listed here --






For respondents who selected 'Yes' to E03.E05. Did you report your experience of bullying and/or harassment?^

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Yes 43% +9 -8

No 52% -5 +10

Prefer not to say 5% -4 -2

For respondents who selected 'Yes' to E03.E04. Who bullied and/or harassed you?^ (multiple selection)

Response Count

A colleague in my Area/Directorate/Division 16

A colleague in a different Area/Directorate/ Division of DECA --

My manager 15

Another senior member of staff in DECA --

Someone I manage --

Someone working in a different Civil Service organisation --

Someone working for a non-Civil Service organisation --

A contractor --

A service user (e.g. customer, claimant, offender) --

A member of the public --

Someone else not listed here --





Bullying and harassment

For respondents who selected 'Yes' to E03.E06. How would you describe your situation now?^

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Appropriate action was taken to address the behaviour I experienced

Yes 10% -6

No 70% +7

Prefer not to say 20% -1

The bullying and/or harassment has stopped

Yes 20% -18

No 44% +7

Prefer not to say 37% +13

The culture in my area allows this kind of behaviour to continue

Yes 66% +11

No 10% -16


I felt like I was punished for reporting the incident

Yes 13% -5

No 41% -14 ²


I moved to another team or role to avoid the behaviour

Yes Results for this response have been suppressed as there are fewer than ten responses

No 69% +9

Prefer not to say Results for this response have been suppressed as there are fewer than ten responses




37%

Difference from previous survey -3 ²

Difference from CS2019 +9 ²

Difference from CS High Performers +11 ²

70%



Difference from CS High Performers -5 ²

Proxy Stress IndexThis index aligns to the Health and Safety Executive's stress management tool, using the 8

questions from the People Survey shown below. We calculate it in the same way as the Employee Engagement Index.

We have 'inverted' the final index so that it is a measure of conditions which can add to stress rather than alleviate stress, i.e. a higher index score represents a more stressful

environment.

PERMA IndexThis index measures the extent to which employees are 'flourishing' in the workplace around

the 5 dimensions: Positive emotion, Engagement, Relationships, Meaning and Accomplishment.

The index is computed using the questions from the People Survey shown below and combining them in the same way as the Employee Engagement Index.

A high score represents a greater proportion of employees agreeing with the statements below or rating the two wellbeing questions as high.

% positive

B05 I have a choice in deciding how I do my work 68%

B08 My manager motivates me to be more effective in my job 45%

B18 The people in my team can be relied upon to help when things get difficult in my job 79%

B26 I am treated with respect by the people I work with 72%

B30 I have clear work objectives 62%

B33 I have an acceptable workload 53%

B45 I have the opportunity to contribute my views before decisions are made that affect me 29%

E03 Have you been bullied or harassed at work, in the past 12 months?** 73%

% positive

B01 I am interested in my work 84%

B03 My work gives me a sense of personal accomplishment 78%

B18 The people in my team can be relied upon to help when things get difficult in my job 79%

W01 Overall, how satisfied are you with your life nowadays? 58%

W02 Overall, to what extent do you feel that the things you do in your life are worthwhile? 64%

Proxy Stress Index and PERMA Index ² indicates statistically significant difference from comparison

** this is a negatively phrased question where % positive is the proportion who selected "no”




AppendixGlossary of key terms

% positive The proportion who selected either "agree" or "strongly agree" for a question (or all questions within a theme in the case of Theme score % positive), unless otherwise indicated.

Previous survey Comparisons to the previous survey relate to the results from the 2018 Civil Service People Survey. Where a question is flagged as changed since the last survey (^) comparisons should be treated with caution as changes to wording may affect how people respond to the question.

CS2019 The CS2019 benchmark is the median percent positive (unless otherwise indicated) across all Civil Service organisations that participated in the 2019 Civil Service People Survey, where data was not suppressed.

CS High Performers For each question, unless otherwise indicated, this is the upper quartile score across all Civil Service organisations that took part in the 2019 Civil Service People Survey, where data was not suppressed. For question W04 and the Proxy Stress Index, we have used the lower quartile.

Rounding

Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy. Therefore in some instances, the differences presented in this report will not match the rounded figures of the scores being compared. For example, if your unrounded Engagement Index score is 75.43647583%, your organisation overall's score is 74.63572484% and the difference between the two is +0.800751%, in this report these scores would appear as 75%, 75% and +1.

Statistical significance: ²Statistical testing has been carried out to identify statistically significant differences between your results and a number of comparators. You can therefore be confident that the difference represents a real difference in opinion between the results. Please note that there needs to be 30 responses at question level, 20 responses at theme level and 10 responses at index level for statistical testing to be carried out on the corresponding scores. If you received a lower number of responses, then statistical significance testing won't have been conducted.

The employee engagement index

The survey includes five questions that make up the engagement index (B47-B51). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions and a score of 100 represents all respondents saying they strongly agree to all five engagement questions.

Confidentiality

The survey was carried out as part of the 2019 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all participating organisations. The Cabinet Office commissioned ENGINE Transformation to carry out the survey. ENGINE Transformation is a member of the Market Research Society, and is bound by their strict code of conduct and confidentiality rules. These rules do not allow for the breakdown of the results to the extent where the anonymity of individuals may be compromised. Groups of fewer than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results.

ENIGINE's Privacy Policy (https://transformation.enginegroup.com/privacy-notice) tells you how they keep personal data safe and who to contact to exercise your rights of control under the new GDPR regulations.

The Civil Service People Survey Privacy Notice can be found on GOV.UK (https://www.gov.uk/government/publications/people-survey-privacy-information-notice/privacy-notice-civil-service-people-survey)




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